• East Asian mathematical journal
• /
• v.34 no.2
• /
• pp.127-154
• /
• 2018

In the 2015 revised curriculum, "creative and convergent talent prize" was presented as a human resource to be pursued by current curriculum. The core competencies that future talent should have are self-management capacity, knowledge information processing capacity, creative thinking capacity, aesthetic capacity, communicative competence, and community competence. The researcher believes that among the six core competencies, the ability to have more attention today is aesthetic capacity and that mathematics education should pursue it. The mathematical teaching methods based on Rudolf Steiner's anthroposophy education theory is an education that actively raises the aesthetic sensitivity of students. Therefore, this study investigates the features of educational methods based on the Steiner's anthroposophy and examines mathematics education methods based on them.

• Journal of Engineering Education Research
• /
• v.21 no.5
• /
• pp.10-19
• /
• 2018

The need for integrating the arts and literature into the engineering education has been emphasized to cultivate the creative talent in recent years. However, there have been few studies to investigate how the arts and literature can be linked with nurturing creative talent in the engineering fields. In this paper, it is examined that inventive thinking principles for creative ideation in the engineering fields can be applied to the arts and literature. For the purpose, creative works in the arts and literature, which can be explained by the five thinking tools of SIT(Systematic Inventive Thinking), are collected. The result shows that engineering and the arts share common thinking patterns.

• Journal of Information Technology Applications and Management
• /
• v.30 no.6
• /
• pp.113-142
• /
• 2023

As society becomes more digital, the need for digital forensics experts are gradually increasing. It is necessary to establish a training policy that reflects the special characteristics of digital forensics personnel. Although there are fragmented policies for digital forensics-related systems and human resources training in academia, it is an urgently necessary to establish a systematic and long-term policy to foster digital forensics experts. This study suggests curriculum of digital forensic based on the importance ranking among forensic subjects. The importance ranking can be decided by forensic experts. This study can be used as policy data to foster diverse talent that can effectively meet the increasing demand for digital forensics talent. The systematic curriculum proposed in this study is a practical curriculum at the undergraduate level and can be suitable for university level

• Journal of the Korean Society of Earth Science Education
• /
• v.16 no.2
• /
• pp.234-246
• /
• 2023

This study uses Gagne's 'Differentiated Model of Giftedness and Talent (DMGT)' to collect and extract major life events of Jang Young-sil, and to investigate how giftedness was formed and developed in his life history, and what factors enabled him to demonstrate his talent in the field of science and technology. In addition, based on the framework of Gagne's Differentiation Model for Giftedness and Talent(DMGT), we analyzed the mechanism of giftedness manifestation of Jang Young-sil and sought to explore the direction of gifted education based on this. To sum up the results of the study, first, in Giftedness(G), it was found that Jang Young-sil had excellent scientific and technological skills. Second, motivation, determination, self-management, and personality factors that constitute the inner catalyst(IC) of the individual have had an impact on the development of giftedness. Third, it influenced the social environment and peer giftedness in environmental catalysis(EC). Fourth, the catalyst of chance or chance(C) was the factor that had the greatest influence on Jang Young-sil's manifestation of giftedness. Fifth, informal learning and non-institutional formal learning in the developmental process(LP) influenced the manifestation of giftedness. In this way, the talent development factors of people such as Jang Young-sil provide implications for the need to understand the manifestation mechanism of giftedness in the future, develop examination tools that can detect giftedness, and develop customized programs that can develop giftedness.

• International conference on construction engineering and project management
• /
• 2017.10a
• /
• pp.214-224
• /
• 2017

This paper focuses on bibliometrics analysis of personnel training in construction management specialty using visualization software CiteSpace from CNKI database. And points out the research situation and development trend of college personnel training on construction management in China. The results show : (1)the research of professional talents in colleges of construction management presents continued activity, and the source journals are widely. There are a lot of researchers pay attention to this issue, but collaborate little with each other; (2)Most of literature fasten on the practical talent training mode, practical teaching reform and course system reformation. Therefore, we should be further strengthened in academic cooperation, be further broadened research scope, be further enriched the insight of the research, and should follow with interest the issue on personnel training on construction management under the background of new engineering disciplines.

• Journal of Digital Convergence
• /
• v.11 no.12
• /
• pp.725-734
• /
• 2013

This paper aimed to verify the current status of adolescents' donations and predictors influencing their donation behaviors. First, the result revealed that adolescents' donations were higher in the order of time, material, and talent donation. Second, donation motives, attitude towards donation, self-esteem, a sense of community, and trust in charitable organization were positively correlated. Third, the predictors of material donation behaviors of adolescents were gender, age, extrinsic motives, attitude towards donation, sense of community, and trust in charitable organization. And the predictors of time donation behaviors were gender and sense of community, and those of talent donation were age, intrinsic motives and sense of community. The strategies for the activation of adolescents' donations were suggested.

• Proceeding of Spring/Autumn Annual Conference of KHA
• /
• 2011.04a
• /
• pp.161-166
• /
• 2011

This research was conducted in order to suggestion management program of Happy house center which facility of detached housings, multi family housing, and semi-detached housing management. This study's purpose is to systematically help create a district customized co-management housing management system among detached housing area by reflecting resident opinion and simultaneously provide basic research. The area of research is Sanjoen district in Ulsan city that compact old detached houses. The research study's results are follows: First, the overall survey results showed that most respondents demanded program of happy house center for housing energy deduction method and support of house insulation cost and heating fuel cost. Second, happy house center try to order of priority or housing maintenance and seek of cost deduction plan. Third, happy house center propose the Maeulmandeulgi(Machizkuri) program or housing management plan for residents' talent contribution.

• Journal of Venture Innovation
• /
• v.7 no.3
• /
• pp.183-228
• /
• 2024

This study aimed to develop a competency evaluation scale tailored to the specific needs of key talent in the ICT startup sector. Existing competency assessment tools are mostly designed for environments in large corporations or traditional small and medium-sized enterprises, failing to adequately reflect the dynamic requirements of rapidly evolving startups. For startups, where a small number of individuals directly impact company success, key talent is a critical asset. Accordingly, this study sought to create a scale that measures the competencies suited to the challenges and opportunities faced by startups, helping domestic startups establish more effective talent management strategies. The research initially selected 71 items through a literature review and in-depth interviews. Based on expert feedback that emphasized the need for more precise and clear descriptions, the item descriptions were revised, and a total of 65 items were developed through four rounds of content validation. Following preliminary and main surveys, a final set of 58 items was developed. The main survey conducted further factor analysis based on the three broad competency factors?knowledge, skills, and attitude?identified in the preliminary survey. As a result, 10 latent factors emerged: 6 items for task comprehension, 6 items for practical experience (tacit knowledge), 6 items for collaboration, 9 items for management and problem-solving, 9 items for practical skills, 4 items for self-direction, 5 items for goal orientation, 5 items for adaptability, 5 items for relationship orientation, and 3 items for organizational loyalty. The developed scale comprehensively covers the multifaceted nature of competencies, allowing for a thorough evaluation of essential skills such as technical ability, teamwork, innovation, and leadership, which are critical for startups. Therefore, the scale provides a tool that helps startup managers objectively and accurately assess candidates' competencies. It also supports the growth of employees within startups, maximizing the overall organizational performance. By utilizing this tool, startups can build a strong internal talent pool and continuously enhance employees' competencies, thereby strengthening organizational competitiveness. In conclusion, the competency evaluation scale developed in this study is a customized tool that aligns with the characteristics of startups and plays a crucial role in securing sustainable competitiveness in rapidly changing market environments. Additionally, it offers practical guidance to support the successful growth of domestic startups and help them maintain their competitive edge in the market, contributing to the development of the startup ecosystem and the growth of the national economy.

• Proceedings of the Safety Management and Science Conference
• /
• 2012.04a
• /
• pp.139-155
• /
• 2012

A fundamental concepts of business environment changes and the importance of stakeholder's value creation is changing in the business. This study ISO9004: 2009 quality management system of Category 5: Strategy and Policy, Category 10: improvement, innovation and learning (Note) SBK target was to develop a model that is the company's sustained success. Three concepts of the new revision of ISO9004" in response to environmental changes," "learning", "innovation" (Note) SBK applied to the project settings and talent establish long-term vision was to establish the process as the organization's learning content was TDR for the creation of exceptional and innovative programs were introduced. As a result, (Note) SBK three years of continuous business performance indicator has grown dramatically to more than 50% continued success is going to create business models. But 100 years to accomplish the vision, ISO9004 model needs to extends the entire category as a management system to achieve the optimization needed.

• Journal of Korea Trade
• /
• v.23 no.8
• /
• pp.27-44
• /
• 2019

Purpose - The purpose of this paper is to develop a tractable general-equilibrium model of examining the impact of human resource management on intra-industry trade. Commonly, managers of Korean firms are promoted internally. It necessitates a study of human resource management and its impact on an industrial equilibrium. Design/methodology - This paper relies on theoretical analysis. We build a model in firms are hierarchical; an entrepreneur, managers, and workers. All individuals have heterogeneous managerial talents, which are the main source of managerial quality. Firms search talents for prospect managers, and eventually delegate them to supervise workers. The searching incurs a sunk cost. Findings - Our finding is as follows. Country 1, relatively abundant of managerial talents, can gain more from trade than Country 2, relatively scarce of managerial talents. This is because the higher searching cost leads to the lower survival rate of firms in Country 2. Implicatively, good jobs are destroyed, and aggregate income falls in Country 2. Originality/value - According to our study, relative abundance of managerial talents affects distribution of firm size and determines trade gain. This study can contribute to the literature of organization management and trade.